Fleet engagement brief NPC (15 aug 2013)

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Fleet Engagement
(NAVREG MID-ATLANTIC 27-28 AUG 2013)
CAPT Bruce Deshotel Mr. Randy Miller EMCM Ted Hillebrand
Head Enlisted Community Manager, BUPERS-320 BUPERS-321
BUPERS-32
PSC Christie Cole CSCM Paul Marshall FCCS Jason Brock
BUPERS 320 PERS 40 SEL PERS 4013

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BUPERS-32
Military Community Management
Overview

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Community Management
Perspective
There can be a natural tension between the objectives of each function
Community
Management
Placement Distribution
Focus
Providing
sustainable
inventories with
requisite skills
Unit level manning
and requirements
Individual
assignments to
meet billet/skill
needs (Fit/Fill)
Demand Signal
Officer & Enlisted
Programmed
Authorizations
(OPA & EPA)
Unit manning
documents
(AMDs, SMDs)
Requisitions
• Often review same things, but from different perspectives
• Collaboration is important & improving
• Process the same for Active & Reserve components

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End-Strength
Changing End-Strength
Stabilizing through the FYDP
GOAL: BALANCED FORCE, STABLE END-STRENGTH
Contributors to current strength:
 Expectation to go lower than 320,000
 ERB
 C-WAY-Reenlistment
 Decreased accessions
 Increased losses (vs. stable retention)
 PFA policy changes, for example
 Constrained budgets
 Officer over-execution offset with
enlisted
Friction
 Under-funded and over-executed
Individuals Account
Force Management Strategy:
 Use all available levers
 Accessions, Vol, Invol actions
 Balance the force
 CAREER WAYPOINT-Reenlistment, PACT
Designation, quality boards
 Man sea billets
 Incentives, SSF, VSDP, CPO to Sea, etc.
Reduce friction
 Fund Individuals Account, evaluate programs
322,700
End of FY13 Strength Projections:
Total: 324,325 (+1,625)
Officer: 53,477 (+2,179)
Enlisted: 266,380 (-532)
Source: June 2013 Monthly End Strength Brief

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Of 264,411 total enlisted, 16% (42,841) were non-distributable and
2.2% (5,784) were LIMDU or pregnant on 01 Aug 13.
Note: Sailors who become pregnant while assigned to sea duty are assigned
to a special shore tour. On 01 Aug13, there were 33 sailors in ACC 105
and 12 in ACC 355 that were also pregnant.
1,100
Billets Authorized
Distributable 236,434
Students 23,549
TPP&H 8,989
Total 268,972
(Numbers are USN personnel only)
Total Distributable – 221,570 (84%)
(includes LIMDUs and pregnancies which
make up 2.6% of the distributable manning)
Total Non–Distributable – 42,841 (16%)
TPP&H – 11,861 (4%)
Students – 30,980 (12%)
25,358
12,342
ADSW and mobilized reservists are no
longer included in numbers.
3,265
3,145
LIMDUs
(ACC 105)
47%
Pregnancies
from Sea
Duty
53%
PEB
(ACC 355)
[796]
2%
Transients
23%
Patients,
Prisoners
& Holdees
[1,118]
3%
Students
72%
30,980
9,947
2,694
3,090
215,786
Distribution of Navy Wide Enlisted Assets (August 2013)
Data Source/Date: Student BA-TFFMS (07/23/13); All Other: ARIS (08/01/13) POC: Pers-4013C 901-874-4574

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Specific Community Mgmt
BUPERS-31 (Off) / BUPERS-32 (Enl) / BUPERS-34 (Metrics)
 Accession planning
 Quality, quantity, policy
 Lateral conversions/Re-designations
 Training
 Initial (‗A‘) school requirement
 Advanced/career (‗C‘) school requirements
 Policy advisor to NETC/OTC
 Review billet changes for impacts on community health
 Sea/shore rotation
 Adv/Promotion impacts
 Career progression
 Geo Stability
 Information dissemination
 Fleet Engagement
 Link, web pages, PAO efforts
 POM Analysis and Mitigation
 Special Initiatives
 CNO‘s TOR Comm Mgmt WG
 Force Management ESC
 LDO/CWO Realignment
 Continuum of Service WG
 Enlisted Supply Chain Planning & Execution
 LCS Council
 Cyber TF Challenge
 Force structure management
 Advancement/Promotion Planning
 Career paths
 Retention
 Retirements
 Separations (early, hardship)
 Sea/shore tour lengths
 CAREER WAYPOINT-Reenlistment (Formerly PTS)
 CAREER WAYPOINT-PACT Designation (Formerly
REGA)
 NEOCS/NOOCS
 Continuation/SERAD
 Probationary Officer Continuation and Redesignation Board
(POCRB)
 Incentives
 Pay
 Bonuses (SRB Plan)
 Special duty assignment pay (SDAP)
 Training incentives (STAR/HPSP)
 Metrics and Analysis
 Reports, ad hoc queries
Active & Reserve, Officer & Enlisted
SRB & SDAP
NAVADMIN Updates
released in MAR 13

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7Data Source: NMPBS Cut Date: 02 Aug 2013
All Enlisted Active Duty LOS
(OCS not included)

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Force Stabilization Tools
 Reduced Accessions
 Selected Reenlistment Bonuses
 Short-Term Extension Policy
 Selected Time In Grade Waivers
 Selected Early Out
 Career Waypoint-Reenlistment
(Zones A/B/C)
 High Year Tenure
 E7-9 >20 Continuation Board
 Special and Incentive Pay Reviews
 Selective Reserve Affiliation
 Temporary Early Retirement (TERA)
ENLISTED OFFICER
 Reduced Accessions
 Probationary Officer Continuation &
Redesignation Board
 Career Status Boards
 Limit Retire/Retain and Age Waivers
 Selected Time In Grade Waivers
 Limit Retraction of Retires/Resigs
 Selective Early Retirement / Continuation
Board (O-5 and O-6 FTS)
 Special and Incentive Pay Reviews
 Minimum Service Requirement Waiver
 Admin Selection Boards
 Temporary Early Retirement (TERA)
Force Management Levers utilized to achieve objectives

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NPC WEBPAGE
http://www.npc.navy.mil

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Every month, Community Managers post detailed
information regarding the status of your rating.
• Click Community Overview to view a “big picture”
snapshot of your rating’s overall health.
• Click Career Path to view a typical career path, from
Navy enlistment as E-1 to 30-year retirement as E-9. 10
Community Overview

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CWAY-PACT:
•PACT-in plan 350 through the FY
•Made 294 BM’s off MAR13 NWAE. Plan to add 350
SPACT to BM throughout FY13. This will also continue
throughout FY14.
•SRB:
• Zone A SRB is back IAW NAVADMIN 077/13.
Notes:
•Under-manning in Zone A due to PACT policy and
delayed FY13 accessions. 310 accession E3 and below
Sailors will enter the rating this FY in addition to PACT. 1

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Enlisted Advancement

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0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
FY03
FY04
FY05
FY06
FY07
FY08
FY09
FY10
FY11
FY12
FY13
E-4
E-5
E-6
E4 Average
E5 Average
E6 Average
Current
Cycle
219
Solid lines = 10 yr avg
E4 36.9%
E5 39.9%
E6 13.3%
Historical E4/5/6 Aggregate
Opportunity

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0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
FY94
FY95
FY96
FY97
FY98
FY99
FY00
FY01
FY02
FY03
FY04
FY05
FY06
FY07
FY08
FY09
FY10
FY11
Fy12
FY13
E9 E8 E7
• E9 Opportunity increasing – above 10-year average for first time in 4 cycles
• E8 Opportunity increasing – above 10-year average
• E7 Opportunity increasing – above 10-year average for first time in 4 cycles
Solid lines = 10 yr avg
E7 22.10%
E8 10.97%
E9 12.91%
Historical E7/8/9 Aggregate
Opportunity

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Navy Advancement Center
• Bibliography
• Profile sheet
• Exam Statistics
• Advancement Manual
• FAQs
Advancement Center on
Navy Knowledge Online (NKO)

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Final Multiple Score (FMS)
A measure of the ―Whole Sailor‖
Factor Exam
Paygrade
Computation Maximum
Points
Percent
Standard Score
(SS)
E-4/5
E-6
E-7
As indicated on Profile Sheet 80
80
80
37 %
33 %
50 %
Performance
Mark Average
(PMA)
E-4/5
E-6
E-7
PMA x 80 – 230
PMA x 80 – 204
PMA x 50 – 120
90
116
80
42 %
47.5 %
50 %
Service in
Paygrade
(SIPG)
E-4/5
E-6
SIPG + 7.5
SIPG + 9.5
15
17
7 %
7 %
Awards
(AWDS)
E-4/5
E-6
As indicated in Advancement Manual
(* 2 extra points for IA)
10 (* 12)
12 (* 14)
5 %
5%
Education
Points (ED)
E-4/5
E-6
Associate Degree = 2 points
Bachelor Degree or higher = 4 points
4
4
2 %
1.5 %
Passed Not
Advanced
Points (PNA)
E-4/5
E-6
From last 4 Exam cycles 15
15
7 %
7 %
Maximum FMS
Possible
E-4/5 (* IA Points)
E-6 (* IA Points)
E-7
214 (*216)
244 (*246)
160
100 %
100 %
100 %
42%37%
33% 47.5%

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The Importance Of Your Promotion
Recommendation

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Career Navigator

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Career Navigator Program
New program to change how we do business in enlisted career
management. Goal is to help Sailors make informed decisions by
placing career management systems at their fingertips.
• Career opportunities across full continuum of Active and Reserve
Naval Service balancing Sailor choices with Navy needs
• Transparent and interactive Sailor tools
• Cornerstone of Navy’s electronic Human Resources
Management (eHR) strategy
Initial Career
Decisions:
Join Navy Choose a rating Change rating
Mid-Career
Actions:
Same rating Change rating AC RC
Assignments Advancement Records and Feedback
CAREER NAVIGATOR
Sailor at the Helm
NAVADMINs
149/13 & 150/13

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CareerWaypoints
Career Waypoints
• Reclassification
• PACT Designation
• Reenlistment
(in-rate, conversion or AC to RC)
• Conversion*
• RC to AC
• AC to RC*
PRIDE
CMS-ID/BBD
NSIPS
Career
Starting point
• Rating choice
Career
Billet Assignments
• Billet applications
Career Record Management
• Electronic service record
Career Viewpoint
• Survey
Sailor Portal
• Resume review
• Career interests
• Career options
• Career Waypoint
Application status
• Advancement
dashboard
Supported by Multiple IT systems
Formerly FleetRIDE
Cornerstone of Navy’s eHR strategy
CIMS
Career
Development
Boards
•Tracking
*Included as part of Reenlistment application only.
Future separate capability recommended.
CAREER NAVIGATOR
Program Vision

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5 Reasons Career Navigator Will Work Better
1. Sailors will have an active role.
2. Career options (across entire AC/RC continuum) will be at the
Sailor’s fingertips.
3. Sailors will find out answers earlier.
4. Sailors will have more choice by having answers sooner.
5. Sailors will have online access.
CAREER NAVIGATOR
Sailor at the Helm

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Sailor Self Service
Home Screen
Career Waypoints - Sailor Self Service
Home My Information My Opportunities My Application My Interests Help Sign Out
Sailor Self Service Home My Career Status Career Exploration Module My Reenlistment (AC/FTS) Application JOIN Survey Contact Help Desk
My Detailed Information My Qualified Jobs My Reenlistment (AC/FTS) Official Letter My JOIN Results FAQ
My Extended Information My Reenlistment (AC/FTS) Opportunities My PACT Designation Application JOIN Job Groups
My PACT Designation Opportunities My Conversion (RC) Application
My Conversion (RC) Opportunities My Conversion (RC) Official Letter
My Transition (RC to AC/FTS) Opportunities My Transition (RC to AC/FTS) Application
My Transition (RC to AC/FTS) Official Letter
Date: 2013-08-15
Name: Smith, John
Service Code: SELRES , Paygrade: E5, Rating: HM
SEAOS: 2014-05-15, SEOS: 2014-05-15, PRD: 2014-05-15
Eligibility for Conversion (RC)
You may be eligible to request conversion into open ratings
Eligibility for Transition (RC to AC/FTS)
You have an approved application pending action and may not submit another
application at this time.
Non-scrolling banner with Sailor Status information. Final
design and content TBD

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My Career Status
Printable Overview

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0.00%
20.00%
40.00%
60.00%
80.00%
100.00%
120.00%
140.00%
160.00%
180.00%
CTI
FNGEN
HMEEG
HMOPT
HMBIOMED
AW
AWO
HMSUB
CTR
HMPHARM
YN(SS)
HMSURG
EOD
LN
IT
FCAEGIS
AME
ABE
CTT
AC
HMPMT
MT
HMGU
AM
CM
STG
SW
MR
HMRECONIDC
HMDA
UC
SH
AF
IS
CTI
SN
Shape
Rating
Career Waypoint-Reenlistment Intent
(Formerly known as PTS)
260000
265000
270000
275000
280000
285000
2008
2009
2010
2011
EPA v. Inventory
Inventory EPA
Manages number of re-
enlistments to stay
within fiscal controls
(force management role)
Balances enlisted manning in
each skill set (original intent)

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Sailors check-in 13 months in advance and
indicate if they plan to separate or reenlist
Competitive Reenlistment (>=102%): If eligible, must apply
(Overmanned and special requirements)
Balanced Reenlistment (>98% - <102%): If eligible, auto-confirm or apply based
(Fully manned) on YG manning
Undermanned year group: Auto-confirmed, can reenlist immediately
Overmanned year group: Must apply :
Open Reenlistment ( <=98%): If eligible, auto-confirmed, can
reenlist immediately (Undermanned and E6s) :
NOW: E6s and Sailors with open reenlistment--100% approval 1st application (~30-day wait)
Early fall: E6s, Open and some Balanced immediately auto-confirmed
CAREER WAYPOINTS
Reenlistment Check-in

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CNAV BY SKILL SET

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CAREER WAYPOINTS TIMELINE
PRD-9
PRD
PRD-7PRD
NEEDS OF THE NAVY
CMS-ID Window
PRD-12
SEAOS
Requisition Remain in place or retainability waiver granted
SEAOS-6
Sailors with < 24 months “ID card time” must submit PRD Application
3-2-1 INRATE CONVERT SELRES
SEAOS-13
PRD-10
SEAOS-15
SEAOS-10
SEAOS-3
Previous C-WAY Window: Starts 12 months from PRD, ends when approved or 6 months from SEAOS (with DFA) SELRES
Required programming changes:
-PRD complete in Feb13
-SEAOS complete in Jun13
Jul14 SEAOS Sailors first affected
•CMSID alignment (No C-WAY-Reenlistment
Applications)
•Sailors negotiate orders
•CCC Workload reduced (fewer
applications/counseling)
•Clear PERS 4 demand signal
3 Options = In-rate, Conversion, SELRES
2 Options = Conversion, SELRES
1 Option = SELRES
3 Options
4 Reviews
2 Options
4 Reviews
1 Option
3 Reviews

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• CO‘s recommendation for retention verified, applications sorted by:
• Paygrade
• Selected for advancement, but not advanced
• Average of up to last five (three for E3/4) EVALs (EP=5, MP=4, etc, not
trait average); NOB accounted for but not factored in
• Critical NECs held (per USFFC list) OR RIDE score for conversions
• PFA performance (number of failures in last 4 years) Removed
01Jun13
• Proximity to SEAOS/decision point Removed 01Jun13
CAREER WAYPOINTS-Reenlistment
Monthly Process
• ECMs load Reenlistment quotas available, SEAOS application shells
loaded
• Commands review/validate, enter new applications
• At end of month, applications collected—CAREER WAYPOINTS-
Reenlistment remains open
• CAREER WAYPOINTS-Reenlistment sorts applications by EMC code and
YG
• Algorithm run

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Approved In-Rate
5644
89.3%
Approved Conversion
66
1.0%
Approved SELRES
47
0.7%
Approved Convert to
FTS
16
0.3%
Intendsto Separate
533
8.4%
Denied Final Active
14
0.2%
All FY
Jun 2013 RE Results
AC Sailors – All FY
Final Actions: 5,773 Approved (91.3%), 14 Involuntary Separations (0.2%),
533 Voluntary Separations (8.4%)
Total Submitted: 11,975
Looks Remaining
5,655 Final Actions: 6,320
[ ]
[ ]
[ ]
[ ]
[ ]
[ ]

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Final: Voluntary vs PTS Losses
C-Way Results
A/C Sailors Jul 2011- Jun 2013
Conversions
Approved for In-Rate
Separated with Approved AC Quota
0
1000
2000
3000
4000
5000
6000
7000
8000
Jul-11
Aug-11
Sep-11
Oct-11
Nov-11
Dec-11
Jan-12
Feb-12
Mar-12
Apr-12
May-12
Jun-12
Jul-12
Aug-12
Sep-12
Oct-12
Nov-12
Dec-12
Jan-13
Feb-13
Mar-13
Apr-13
May-13
Jun-13
Approvedfor In-Rate
0
500
1000
1500
2000
2500
Jul-11
Aug-11
Sep-11
Oct-11
Nov-11
Dec-11
Jan-12
Feb-12
Mar-12
Apr-12
May-12
Jun-12
Jul-12
Aug-12
Sep-12
Oct-12
Nov-12
Dec-12
Jan-13
Feb-13
Mar-13
Apr-13
May-13
Jun-13
DFA (all others) DFA (intends to Separate) Intends to Separate (Looks Remaining)
293
317
363
193
252
206
205
158
127
84
102
77
69
82
61
59
49
40
59
40
44
73
61
47
0
50
100
150
200
250
300
350
400
Jul-11
Aug-11
Sep-11
Oct-11
Nov-11
Dec-11
Jan-12
Feb-12
Mar-12
Apr-12
May-12
Jun-12
Jul-12
Aug-12
Sep-12
Oct-12
Nov-12
Dec-12
Jan-13
Feb-13
Mar-13
Apr-13
May-13
Jun-13
ApprovedSELRES ApprovedConversionAC ApprovedConversionto FTS
0
100
200
300
400
500
600
Jul-11
Aug-11
Sep-11
Oct-11
Nov-11
Dec-11
Jan-12
Feb-12
Mar-12
Apr-12
May-12
Jun-12
Jul-12
Aug-12
Sep-12
Oct-12
Nov-12
Dec-12
Jan-13
Feb-13
Mar-13
Apr-13
May-13
Jun-13
Separatedwith ApprovedActive Quota
30

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CAREER WAYPOINTS-Reenlistment
Take-Aways
 Involvement is key
 Early is better
 Trust, but verify (CDBs, applications, etc)
 Know the system, know what can be influenced and what can‘t be
 EVALs
 Be honest—inflated evals could hurt a better Sailor
 Know when someone is approaching CAREER WAYPOINTS
 Use other programs to address misbehavior/ substandard performance
 Consider conversion options
 Prepare for conversion well before CAREER WAYPOINTS window
 Quota expirations (13 months or change to SEAOS or Current
Enlistment Date (CED))
 If separating, consider SELRES affiliation (future RC>AC opportunity)
 Use command level CAREER WAYPOINTS-Reenlistment reports

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CAREER WAYPOINTS-Reenlistment
Checklist for Success
 Understand current CAREER WAYPOINTS-Reenlistment policy/algorithm and
download C-WAY User Guide
http://www.public.navy.mil/bupers-
npc/career/careercounseling/Pages/CareerWaypointSystem.aspx
 Identify eligible (SEAOS/PRD) Sailors
 Ensure CDBs are being conducted (15-24 months prior to PRD/SEAOS)
 Ensure all Sailors are qualified
 Ensure all qualified CAREER WAYPOINTS-Reenlistment applications are submitted
(13-15 months to SEAOS/PRD)
 Review monthly results via CAREER WAYPOINTS-Reenlistment command reports
 Personally recognize Sailors approved for Reenlistment
 Ensure counseling is conducted for all Sailors who have not been selected for
INRATE/Conversion approval after two reviews/looks
 Ensure proper command level notification is being done for those being separated
under Reeenlistment
 Ensure Sailors not selected for Reenlistment are provided counseling on the
benefits of Reserve Affiliation
 Ensure CAREER WAYPOINTS-Reenlistment is briefed during Quarterly/Monthly
Career Development Team Meetings
 Ensure the Chiefs’ Mess maintains accountability of CAREER WAYPOINTS-
Reenlistment with their respective departments/divisions

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 Rating Entry Methods & Requirements
 Navy-Wide Advancement Exam (NWAE)
 Meet Time In Rate (TIR) requirements.
 Approved via the Career Waypoint-PACT Designation Module to take an exam.
 ―A‖ School
 Minimum time on board is 12 months to apply.
 Meet all rating entry and ―A‖ School eligibility requirements.
 Incur additional OBLISERV (if required).
 Direct Rating Entry Designation (RED) (Preferred Method)
 Meet Time In Rate (TIR) requirements for PO3 in the next NWAE. Cannot apply for RED into an ―A‖
School required rating.
 Meet all rating entry requirements.
 Must have valid billet on board present command.
 Since 1 June 2013, the system auto-generates partially populated applications for Sailors who meet eligibility
requirements. Application deadline is 2359 (Central Time) the last day of each month (via Career Waypoints-PACT).
 Up to 3 options per application; once approved for NWAE, applications are ―locked out‖ until results received.
CAREER WAYPOINTS - Professional
Apprentice Career Track (PACT) Designation
(FORMERLY KNOWN AS REGA)
 What is a PACT?
 Professional Apprentice Career Track which replaced the legacy GENDET program.
 Recruited into Surface-PACT, Aviation-PACT, and Engineering-PACT, but can change.
 Covenant with the Sailor to be rated within 24 months of initial enlistment or 12 months onboard first
Permanent Duty Station, which ever comes last, the Navy may assign a rating via direct designation.
Authorization:
2,487 A-PACTs
4,412 S-PACTs
530 E-PACTs
(FY12 Fall EPA)
Key is aligning rating entry requests to needs of the individual ratings while
balancing the PACT inventory

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CAREER WAYPOINTS – PACT
Designation
1
1. Go to the NPC homepage
at www.npc.navy.mil and
click Career Waypoints.
2. Scroll down page to ―Reference Material‖ and download
current ―PACT Quota Table‖. 33
2
Important: Quotas differ based on
individual Sailor’s Year Group.

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CAREER WAYPOINT - PACT
Checklist for Success
 Understand current CAREER WAYPOINT - PACT Designation policy
 Identify eligible Sailors
 Ensure CDBs are being conducted (30 days/6mos/12mos/18mos) for PACT’s
 Ensure all Sailors qualified in the CAREER WAYPOINT–PACT Designation program
 ASVAB scores
 Occupational Standards of desired rating
 Ensure all qualified applications are submitted within 24 months of initial enlistment
or 12 months onboard first Permanent Duty Station
 Review monthly results via CAREER WAYPOINT-PACT Designation command reports
 Personally recognize Sailors approved for PACT Designation
 Ensure counseling is conducted for all Sailors who have not been selected for
approval
 Ensure CAREER WAYPOINT-PACT Designation results are briefed during
Quarterly/Monthly Career Development Team Meetings
 Ensure the Chiefs’ Mess maintains accountability of PACT Sailor’s within their
respective departments/divisions

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Sailor Career Toolbox

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This user aid describes
each career tool, then
tells you where to find
it, what to do when you
get there, and how to
get help when you need
it.
Go to www.public.navy.mil/bupers-npc. Under Career Links, click Career Toolbox.
Go to www.nko.navy.mil. Under Career Management heading, click Navy Career Tools.
Sailor Career Toolbox

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New User Aid
Support Record Review
1
2
 Go to www.npc.navy.mil.
 Click Career Toolbox on NPC
homepage.
 Scroll down to view Personnel
Records Review.
 Conduct a complete inventory
of your OMPF and ESR.

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In Closing…
 Understand current policies and programs
 Ensure they are being managed appropriately
 Engage your Sailors early
 Make sure they understand their responsibilities for
their career
Questions?

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Back Up Slides

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Career Toolbox
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Sailor Career Toolbox
Personnel Documents and Data
– Official Military Personnel File (OMPF)
– Electronic Service Record (ESR)
– Electronic Training Jacket (ETJ)
– U.S. Navy Awards
– Performance Summary Record (PSR)
– Physical Readiness Information Management System (PRIMS)
– Joint Services Transcript (JST) formerly SMART)
Professional and Personal Growth
– Navy eLearning (NeL)
– Navy Credentialing Opportunities On-Line (Navy COOL)
– United Services Military Apprenticeship Program (USMAP)
– Sailor/Marine Online Academic Advisor (SMOLAA)
Career Development and Management
– Career Waypoints (C-WAY)
– Career Management System - Interactive Detailing (CMS-ID)
 13 online
systems
support and
document your
Navy Career.
 You must be
familiar with
each system.
 If you do not
use your career
tools, you will
miss the many
opportunities
and advantages
provided for
you.

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Personnel and Career information
• Service record information is maintained primarily in two systems:
– Official Military Personnel File (OMPF) contains official documents
– Electronic Service Record (ESR) contains personnel data
• Review OMPF and ESR at least every six months and at career
milestones such as reenlistment, advancement and transfer.
• Act quickly to update missing or inaccurate information!
– Actions taken to update OMPF and ESR will not automatically update
other personnel systems. Each system must be updated individually.
– Sources of support are your Personnel Office, CPC or servicing PSD.
– The Navy Personnel Command (NPC) ―Records Management‖ pages
provide helpful information (www.npc.navy.mil).
Additional Personnel systems not discussed today, include:
Electronic Training Jacket (ETJ), U.S. Navy Awards, Performance Summary
Record (PSR), and Physical Readiness Information Management System (PRIMS)

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Frequency of Enlisted Record
Update
• Some OMPF documents are generated from data stored in the ESR
and should be submitted to OMPF by your Personnel Office or
servicing PSD at the time they are generated. Examples include
Page 2 and Permanent Page 13.
– EXCEPTION TO THE RULE: Awards, Training and Qualifications, and
History of Assignments data is printed from your ESR and submitted to
OMPF only when you reenlist or when you separate from service.
– For Sailors going before a Selection Board: If there are significant
transactions in ESR that are not in OMPF, submit printed copies of ESR
pages (NAVPERS forms) with your letter or application.
ESR data printed and submitted to OMPF
1. Dependency Data (submitted to OMPF as form NAVPERS 1070/602)
2. History of Assignments (submitted to OMPF as form NAVPERS 1070/605)
3. Member Data Summary (submitted to OMPF as form NAVPERS 1070/886)
4. Training Summary (submitted to OMPF as form NAVPERS 1070/881)
5. Honors and Awards (submitted to OMPF as form NAVPERS 1070/880)

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Navigate and View OMPF
Documents
Click on a highlighted row to download individual documents.
Click several boxes and select the green arrow to view multiple documents.
Click headings to sort by Form Name, Subject, Document Date, etc.
1
3
2
_TIP_________
Sorting documents by
Field Code and Date
enables a thorough
review and quickly
reveals missing
documents.

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OMPF ―Field Code‖
• OMPF documents are assigned a
Field Code based on the type of
information in the document.
• Documents in Field Codes 30
through 38 are provided to enlisted
Selection Boards for review.
• Sorting documents by Field Code
provides a more thorough review.
For more information, go to the NPC website at www.npc.navy.mil.
• Hover over ―Career Info‖
• Click Records Management > Military Personnel Records
Field Codes viewed by enlisted Selection Board
30 Procurement, Enlistment/Reenlistment
31 Classification and Assignment
32 Administrative Remarks
33 Separation and Retirement
34 Professional Service History
35 Enlisted Performance Data
36 Training and Education
37 Decorations, Medals and Awards
38 Adverse Information

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Detailed steps = Comprehensive
Review
This user aid enables you to perform a step-by-step
comparison of your OMPF and ESR to ensure both
records are accurate and complete.

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Plain Talk Series
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